企業性政府（entrepreneurial government）為晚近公共行政學者所關注之課題，其研究重點在於如何將企業精神引進政府，推動行政革新，從而提昇公部門生產力，落實公共政策執行。而其間關鍵，在於政府需要如同「專業經理人」的主管人員，以其企業精神與管理才能來領導官僚體系。因此政府經理人（government managers）之遴選與培充值得深入探討。
評鑑中心（Assessment Centers）是「一連串標準化人才評鑑的過程與方法」：早期以遴選人才為主（如英國政府之行政見習官、美國外交官考選），晚近則盛行於人才之培訓與發展（如美國高級文官培訓）。其在歐美政府與企業之應用十分普遍，成效相當良好。
評鑑中心的觀念並非新創，其源自在三十年代，德國心理學者用以遴選陸軍軍官，而後英國加以研究並於二次大戰中用於甄選軍官人才，美國方面則始於哈佛大學的研究，並於二次大戰期間應用於情報人員的遴選。而戰後英國之「鄉墅測驗」則係首次運用於文官體系，1956美國AT&T則為企業運用評鑑中心之濫觴。大體而言，評鑑中心經過半世紀的演變，運用的目的已由甄選擴展到培訓，適用的對象則由管理人才擴及各類專業人才如財務、銷售、教育等，而使用評鑑中心的組織亦包括政府、公營事業、私人企業、教育機構，甚至宗教團體等。而大量的實証研究則肯定評鑑中心的信度與效度。
環視國內，中鋼公司率先於民國74年自美國引進是項制度，並建立「三級主管評測制度」，應用於基層主管的遴選。然而相關之信度、效度則仍有待實證研究。尤其評鑑中心之內涵〔如管理才能項目、演練類型及教材內容等〕與過程〔評審人選、評鑑程序及評分方法等〕，均值得探討，而「本土化」實為引介各項行政管理制度所需考量的首要問題，因此本研究以評鑑中心之建構效度為探討重點。
本文首就評鑑中心之意義、現況與研究課題，作國內外有關文獻回顧。而後檢討學者研究建構效度所使用之工具與方法。鑒於政府機關尚未建立評鑑中心制度，本研究乃以國內企業為對象，應用其主管培訓課程之評分資料研究建構效度；分析方法則包括因素分析與「多重特質－多重方法」。另為分析建構效度之影響因素，並針對受訓學員及評審進行問卷調查與訪談。本文之主要發現包括評量向度不宜過多、向度建構（dimension construct）應改為演練建構（exercise construct）、評審之評審能力應事先評估等，並對建構效度提出改進建議。
本文在理論發展（theoretical development）方面的意涵包括下列各項並值得作後續研究：
1.評鑑中心以其強調工作關聯性之特性，可成為一新的研究途徑，作為管理理論與實務之間的橋樑，亦即如兩界理論（two community theory）所述作為知識界與實務界的媒介。
2.建構效度研究：各項管理制度，凡涉及評量與評鑑者，包括考選、考績等，均可進行建構效度之分析，以改進評鑑標準與程序。
3.管理才能研究：行政機關主管人員究應具備何種管理才能、各項能力是否有優先之分等，均值得以評鑑中心習用之工作分析深入研究。　　
4.社會效度（social validity）與組織正義（organizational justice）：行政制度不外程序，而制度之合理性基礎在於標準化及正當性，故除了學者常用之定量研究外，加強對程序及受測者之定性研究，亦有其重要性。
5.在行政機關人事行政實務方面，加強「人事人員」角色與功能、文官培訓方法之探討，亦將有助改善實務，並提供實證研究、充實理論之機會。

壹、中文部分
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趙中建等編譯(民80) 教學模式。台北:五南。
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